Employers

Every successful search starts with a deep dive. We spend about 45 minutes learning about your business, your team, and the role you're hiring. We review your website, job description, and any documents you share. We ask about your customers, your sales process, your culture, and the people who have succeeded in the role before.

We learn how your business generates revenue, where this role fits within your organization, what success looks like, and the challenges the new hire will need to solve.

We also define your ideal candidate in detail. That includes the right industry experience, sales background, customer profile, products sold, deal size, sales cycle, geography, compensation, leadership style, and the companies where top performers are most likely to be found.

Along the way, we identify the qualifications that are essential, the experience that's preferred, and the traits that predict long-term success. Every detail becomes part of the search strategy.

This also gives you confidence that we're representing your opportunity accurately. From the first outreach message to the final interview, every interaction is built on a thorough understanding of your business and the people who succeed in it.

After the intake, we take everything we've learned and reduce it to a single statement.

It's a simple description of your ideal candidate, written in plain English.

When you read it, you should immediately recognize the person you're trying to hire. It captures the experience, mindset, sales background, industry knowledge, and personal qualities that matter most. It captures the essence of the role without getting buried in the details.

That statement becomes the foundation for the search. It guides our sourcing strategy, the outreach we write, the job description we publish, the scorecard we build, and the conversations we have with candidates.

Example

We're looking for someone who enjoys building relationships with manufacturers, is comfortable creating opportunities from scratch, and has a history of earning long-term customers through technical knowledge and follow-through. They're probably working for an industrial supplier or equipment manufacturer today, have built their own territory, and are ready for a bigger opportunity with more responsibility.

Once we can describe the person this clearly, the search becomes real. We know who we're looking for, the types of companies they're likely to work for, the experience they've probably built, and what will resonate with them.

People like this exist, and they're succeeding somewhere today. Our job is to go find them.

The statement we create during the intake defines who we're looking for, and this candidate scorecard defines how we'll evaluate them.

Before recruiting begins, we turn everything we learned during the intake into a structured evaluation framework. Every hiring priority, success factor, and requirement is translated into measurable questions that every candidate is evaluated against.

Some of those questions never change. We always evaluate career progression, promotion history, industry experience, functional experience, and employment stability because they provide important context about a candidate's career. The rest of the scorecard is built specifically for your search. It reflects the experience, sales motion, customers, products, technical knowledge, leadership traits, and other qualifications that define success in your organization.

Every candidate is evaluated against the same criteria. We only present candidates who score well against the scorecard we've built together. That means your interview process isn't spent determining whether someone is qualified. It's spent determining whether they're the right person to join your team.

We evaluate experience, qualifications, and fit for the role.

You decide whether they're the right fit for your culture, leadership team, and organization.

Every search includes two candidate strategies: one designed to identify passive candidates and another to attract active job seekers.

The majority of our placements come from traditional headhunting. Since we began tracking our results, between 88% and 93% of our hires have come from directly recruiting candidates who weren't actively looking for a new opportunity.

Using the candidate blueprint we've created, we identify the companies where these professionals are likely to work and reach out directly through phone calls, email, LinkedIn InMail, text messaging where legally permitted, and other personalized outreach. We also use LinkedIn Recruiter, Loxo, and premium sales intelligence platforms to identify candidates, verify contact information, and expand the reach of every search.

At the same time, we make your opportunity easy to find.

We write a compelling public-facing job description and distribute it across the SalesFirst job board, LinkedIn, Indeed, Glassdoor, ZipRecruiter, SimplyHired, Talentify, and other job networks. We also ensure the position is indexed by Google so qualified professionals searching online can find it.

Together, these two strategies allow us to engage the people actively looking for a new opportunity while directly recruiting the much larger group of professionals who are succeeding somewhere else today.

Finding qualified candidates is only the beginning. Before anyone is presented to your team, they move through a structured screening process designed to validate experience, uncover strengths, and identify potential concerns.

Every candidate completes:

A recruiter video interview to review their career history, sales performance, quotas, KPIs, and overall background.

The Core Value Index assessment to better understand personality, motivators, communication style, and behavioral strengths.

After the interview, our AI-assisted workflow reviews the interview notes, Core Value Index results, and recruiter observations to identify missing information, surface inconsistencies, and highlight areas that deserve additional attention before a hiring recommendation is made.

Finally, the assigned Account Manager reviews the complete candidate file, validates the evaluation, and confirms the candidate aligns with the role before they're presented to your team.

By the time you receive a candidate, they've been reviewed through multiple layers of evaluation. Our goal is simple: present fewer candidates, with greater confidence that they belong in your interview process.